Fecha de recepcin: 11/02/2012

Fecha de aceptacin: 13/04/2012

POLICE EDUCATION AND TRAINING IN PAKISTAN
EDUCACIN Y ENTRENAMIENTO POLICIAL EN PAKISTN
Dr. Fasihuddin
Sociedad Pakistan de Criminologa
fasih68@hotmail.com
Pakistn
RESUMEN
Educacin y capacitacin son slo dos palabras que son ampliamente utilizadas e
incluso ms que cualquier otras palabras en casi todos los de la literatura y escritos de
una disciplina acadmica y profesional. Ambos tienen similar significado de
diccionario y a veces se utilizan con la superposicin de descripcin. La polica es una
organizacin altamente estructurada y compleja con una variedad de deberes
obligatorios y opcionales y responsabilidades. El estatus en la jerarqua organizativa
de polica exigen un sistema separado de gestin de recursos humanos.
Ao 5, vol. IX agosto-diciembre 2012/Year 5, vol. IX August-December 2012
www.somecrimnl.es.tl

PALABRAS CLAVE: Educacin policial, Entrenamiento, Habilidades.

ABSTRACT
Education and training are the only two words which are widely used, and even more
than any other words in almost all of the literature and writings of an academic and
professional discipline. Both have somewhat similar dictionary meaning, and at times
are used with overlapping description. The police is a highly structured and complex
organization with a variety of compulsory and optional duties and responsibilities. The
various stratra in the police organizational hierarchy demand a separate system of
human resource management.
KEYWORDS: Police education, Training, Skills.
EDUCATION AND TRAININGTERMINOLOGY
Education and training are the only two words which are widely used, and even more
than any other words in almost all of the literature and writings of an academic and
professional discipline. Both have somewhat similar dictionary meaning, and at times
are used with overlapping description. The Oxford Advanced Learners Dictionary
describes education as a process of teaching, training and learning, especially in
schools or colleges, to improve knowledge and develop skills and the meaning of
training is given as the process of learning the skills that you need to do a job.
POLICE EDUCATION AND TRAININGA CONCEPTUAL UNDERSTANDING
Despite glaring interconnectedness and inclusiveness of the two words, the police
education and training are generally slightly differentiated. The old literature on
police and policing might have used it as synonyms, but we appreciate the efforts of
our recent writers who are trying to give us some concrete and independent
explanation and identifying the kinds of the two basic words and concepts. Training
and education differ in terms of scope and objectives; also the purpose of education is
broader and more general as compared to that of training. Education is concerned with
the development of the mind (of the intellect) while training deals with learning
specific skills. Education is a more personal activity; training means developing skills
that will be used more for social and economic reasons than for personal purposes.
Education should come first, and then training should follow. Michael L.Birzer and
Cliff Roberson quotes two police scholars Stan Shernock and Gail Dantzker on more
comprehensive views to differentiate training from education.
When educated people are faced with a novel situation, they should be able to analyze,
interpret, and make judgments about the situation themselves rather than relying on
others to tell them what to doA person who has been merely trained, on the other
hand, is more likely to rely on others to tell him or her what to do in a particular
situation and is less likely to understand the reasons for doing what he or she is
directed to. (Quoted in Birzer and Roberson, 2007).

M.R. Haberfeld of Jhon Jay College has excellently described the two terms in
the chapter Training and Education, Conceptual Framework in her book, Critical
2

Issues in Police Training, with advantages and disadvantages of the two. However,
both training and education play important role in the field of law enforcement.
Training provides officers with unambiguous instructions on how to perform many of
the tasks that they are expected to complete. As an outcome, trained officers often
respond both more consistently, using proven techniques, and more automatically,
even under emergency conditions. Education, in contrast, helps prepare officers to
solve problems independently as well as to communicate and interact effectively with
others (Haberfeld, 2002).
The police is a highly structured and complex organization with a variety of
compulsory and optional duties and responsibilities. The various stratra in the police
organizational hierarchy demand a separate system of human resource management.
Initial and simple ground work will need ordinary skills and a lower or medium
educational level, whereas higher and complex situation will demand more
comprehensive education and a specialized training. The horizontal and vertical
diversification and proliferation of police department and policing responsibilities
dictate a continuous, on-job or in-service education and training. The 21st century
complex society and complicated nature of crimes have made the job of the police
highly difficult and challenging. Birzer and Tannehil (2001) have been quoted as.
There is an obvious need for police officers to acquire knowledge of the latest legal
decisions, technological advances, and tactical developments in the field, and to remain
proficient in a number of job-related skills. There is also an urgent need for police
officers who are skilled communicators and decision makers, who are capable of helping
citizens, identify and solve problems in their communities, and who posses effective
mediation and conflict resolution skills (Quoted in Wrobleski and Hess, 2006).

It is one of the reasons that many countries, like Canada and Britain and
others have made a combination of both for nearly all positions. Need for further
education and training is identified at various levels of police administration and
service. Different and specialized courses and programmes are initiated, introduced,
implemented and evaluated. The public demands and satisfaction, and government
commitment and policies are the external factors for enhanced education and training,
in addition to the internal pressure of professional excellence, service delivery,
increased monetary benefits, promotion, selection for an envious job or higher/foreign
scholarship or assignment, gallantry awards, and many more departmental
achievements. However, the basic conceptual framework of all such education-cumtraining initiatives revolves around certain key elements:
I.
II.
III.
IV.
V.
VI.

Continuous motivation of the trainee, trainer, and the department;

Constant updating of knowledge, skills and attitude (KSA) [with a T
from training, accomplishes the TASK in a reverse form];
Identifying performance level vis--vis expectations or standards;
Scanning the environment and situation-analysis for structural and
functional changes;
Well-thought Training Needs Analysis (TNA) and concomitantly, wellpreparedtraining programmes;
Conducting and evaluating training, with constant feedback loop to
assess effectiveness in terms of meeting the needs; and

VII.

Reviewing, overhauling and bridging the gap between practice and

theory.

The success of various teachings and training methodslike individual study,

case exercises, tutorial discussions, experiential learning, field study tour, individual
and group presentations, writing and presenting research paper on a specific
theoretical concept or practical issue, simulation exercises, role-playing, penal
discussions, demonstration, book review, conducting interview or a job rotation for a
short period for a tour of duty, etcdepends on many factors like the complexity of the
subject, size of class room, requisite human and financial resources, logistics,
instructors knowledge, technical proficiency, personality, interpersonal skills and the
trainees capacity and motivation to learn and acquire. No single programme is a cent
per cent success, and at times falls short of expectations due to many intrinsic and
extraneous debilitating factors e.g; deficiencies in the programme content
(overemphasizing one element and ignoring the other), low quality of trainers,
insufficient training facilities and equipments, unrealistic and inappropriate
expectations and unequal blending of theoretical knowledge and practical field
training and a lack of proper evaluation and feedback system. To overcome all such
difficulties and irritants, an action plan is needed, which means an agreed upon,
specific, and achievable plan of how personal and professional development can be
addressed within a given time limit. An action plan should be SMART (British Police
Training Centre, 1999) which is Specific, Measurable, Achievable, Realistic and
Timed. (Haberfeld, 2002). After this brief academic overview, we now turn to the
various police education and training programmes and courses in Pakistan.
POLICE
ORGANIZATION:
REQUIREMENTS

TRAINING

AND

EDUCATIONAL

First of all, we should know that Pakistan is a federation and the law and order
responsibility rests with the four provinces. Secondly, the recruitment and selection to
the police department are made at various levels. The different levels of entries have
been a moot point and are often criticized. Thirdly, though maintaining the law and
order is a provincial issue, yet some high profile crimes are dealt by federal or
military-cum-civil agencies, e.g; National Accountability Bureau (NAB), Federal
Investigation Agency (FIA) and Anti-Narcotic Force (ANF), etc. The police officers are
generally posted to these agencies. The civil armed forces like the Frontier
Constabulary, and the Intelligence Bureau (IB) of Pakistan are most of the time
commanded by the officers from the Police Service of Pakistan (PSP).
The organization of the police department (Annex A) describes these various
levels of entries. At the lower level, a constable is recruited by the District Police
Officer (DPO) or by a selection/recruitment committee, nominated by the Provincial
Police Officer (PPO, formerly called the Inspector General of Police-IGP). The
constable is promoted to head constable after passing some mandatory capacitybuilding and efficiency-developing short courses, and seniority-cum-fitness. Some of
the Assistant Sub-Inspector (ASI) are promoted from head constable, after a head
constable undergoes some further mandatory training and a certain period of service,
with an unspotted service record, and some are directly selected/recruited (Probationer
ASI), by the Provincial Public Service Commission (PPSC). ASI is promoted to Subinspector (SI) and Inspector (IP) after another mandatory course at Police Training
4

College (PTC) again on seniority-cum-fitness formula. The constable and head

constable are known as Lower-subordinates whereas the ASI, SI, and IP are grouped
together as Upper-subordinates. The minimum educational requirement for a
constable is matriculation (Class 10th or ten years of school education), which is
mostly general in nature and content, and no specific subjects are required for this
qualification. The inspector (IP) may be promoted to the rank of Deputy
Superintendent of Police (DSP). A DSP may be selected by the PPSC after a thorough
and competitive examination in various compulsory and optional subjects, subject to
psychological tests, medical fitness and an interview before the commission.
Unfortunately, the IP before his promotion to the rank of DSP does not need undergo
any training or further educational qualification. The minimum educational
requirement for a directly selected DSP is Bachelor of Arts/Science (B.A/BSc). A
probationer DSP undergoes a mandatory training in the PTC of the respective
provinces. Similarly, the most esteemed group of PSP comes from nation-wide, Central
Superior Service (CSS) competitive examination, held every year by the Federal Public
Service Commission (FPSC) of Pakistan. The first entry is an Assistant
Superintendent of Police (ASP) who, after qualifying the theory examination in CSS
(with 500 score compulsory subjects and 600 score of optional papers) passes through a
series of psychological tests, medical checkup and an interview (viva voce)
examination before the FPSC. Again the minimum educational requirement is
B.A/BSc, but in reality a new entrant is tested for his/her academic abilities and
writing style in a dozen of subjects, which are otherwise not very easy to attempt. It
needs a lot of struggle, commitment, intellectual caliber and preparation before sitting
in the CSS examination hall every year. An aspirant candidate is given only three
chances/attempts. It depends on the availability of seats, and on average 10-20 ASP
are selected by the FPSC through out the country every year. This is not a strictly
merit-oriented criteria, because the final selection is made on the basis of availability
of seats for every province, which is called a quota system, a provision for the
underdeveloped parts of the country. The probationer ASP will now undergo a one
year mandatory training in general subjects at the Civil Services Academy (CSA) at
Lahore. This is called Common Training Programme (CTP) which is more of
socialization, interpersonal interaction and refinement of the probationary officers
than a strict, stratified training. Certain important subjects are taught and evaluated
in addition to the overall social activities, field trips, study tours, research papers and
report writings. After CTP, the various groups disperse for their future professional
academies and so the ASP (under training) are given a welcome at the National Police
Academy (NPA) at Islamabad, where different police-related subjects are taught,
besides their physical exercises, horse-riding, social get-together with senior officers,
country-study tours to all major cities of the countrya relatively tough training after
the honeymoon period at CSA. This is called Specialized Training Programme (STP)
and which lasts for another period of one year. A nine month field practical training is
followed, which is based on the philosophy of job rotation for a short period of time
where an ASP (or a DSP in case of provincial selection) performs certain jobs at police
station level, or at headquarters, and thus starts a true learning of the police work,
police culture and police administration. The ASP are supposed to pass an internal
examination by the NPA and again a theoretical examination by the FPSC, called the
Final Passing Out-Examination (FPOE). The details of some of these police basic and
special examinations/courses with names of subjects, total score, passing score and

duration of the course are attached separately, in order to avoid too many tables in the
flow of the paper. These are:
Annex B Basic Recruit Training Programme for Constable at Police Training
Collegestotal period one year (Table:IV) and Training Programme for Head
Constable (Lower Examination)total period six months (Table: V)
Annex CTraining Programme for Intermediate Course (Table:VI) and Upper
Course (Table:VII) for Upper subordinates
Annex DTraining Programme for Probationer ASI (Selected by PPSC)
(Table:VIII and Table:IX)
Annex ETraining Programme for Drill Instructor Course (Table:X) and Basic
Training Programme for ASP in the National Police Academy, Islamabad
(Table:XI)
All these details and information are provided by he Police Training College
(PTC), Hangu of the North-West Frontier Province (NWFP) and the National Police
Academy, Islamabad. There will be a slight variation amongst the colleges, but the
basic subjects and procedures remain the same. The subjects which are taught to the
ASP in the NPA are Criminal Law and Procedure, Police Rule, and a few modern
policing concepts in the various newly designed module system, mostly reformed by
foreign experts from UK under their Central Police Training Unit (CPTU) project in
late 90s. Unfortunately, many important subjects like Criminology, International
Crimes and Police Administration have been deleted in the new syllabus. This is a
very sad happening. For a comparative study, a proposed curriculum/programme for
basic academy/recruit training is reproduced from California Commission on Peace
Officer Standards and Training (Annex-F). One can easily see the concept and style of
police training in the developed world and the manner in which we are stuck with the
much outdated and repetitive training system.
EVALUATION OF THE VARIOUS TRAINING PROGRAMMES
a) As we have seen in the above section that the basic educational requirements
for all levels are unrealistic and not commensurate with the modern day
demands of new policing in a new era. There is a trend of generalized
knowledge and greater emphasis on bookish or legal subjects throughout the
training schedule. Many topics are repeatedly taught in the overall training
programmes, right from constable to DSP. The best hope for long-term
improvement in police lies in the development of superior personnel to carry
out future planning and direction in the field. The best way to achieve this
objective is through college education (Wilson and Mc Laren, 1977). In the
USA, the need for highly educated police personnel was recognized as early as
1931 in the Wickersham Commission report, which recommended a bachelors
degree as the entry level education qualification for police officers. In 1967, the
Presidents Commission on Law Enforcement and the Administration of Justice
reaffirmed the need for four-year degrees for police officers (Ortmeir, 2006).
Contrary to these efforts at international level, and given the low standards of
school and college education in Pakistan, the required educational qualification
for all levels is too low. Moreover, it should be more specific and a generalized

degree in linguistics and literature should not be taken serious as a requisite

qualification.
b) There is an increased and boring repetition of law subjects at all levels, mostly
taught by an old law instructor who is often too skeptical and critical of the
field officers who, in his opinion, do not care for legal knowledge in discharge of
their duties. The young field officers have their own grievances against these
law instructors who, in their opinion, befog their minds with unnecessary nittygritty of dry and elusive legal provisions.
c) The major police law, the Police Act 1861 was upheld after Pakistans
independence in 1947 and was repealed by the Police Order 2002, which put an
end to the old colonial law, and provided a division of the existing police into a
separate functional and structural units, like the Watch and Ward (Operation)
and Investigation. Prosecution was detached from it through a separate law.
Though the police reforms were very enthusiastically welcomed at the time of
its introduction, but due to excessive changes and fundamental amendments,
and a lack of political will and a lack of absorption capacity of the department,
the new police law has lost its luster and appreciation. It is on the reverse
everywhere in the country and some Provincial Police Officers (PPO), though
unwarrantedly, have issued orders which have literally brought the old
structure again from a departmental backdoor. Unfortunately, the police
reforms were made at a legal, administrative and structural level, and not at
functional level of capacity-building or human resource management. Police
education and training did not precede the on-ground specialization and
separation of powers and responsibilities. The police education, recruitment,
selection and training remained on the same old pattern, despite the
introduction of a highly modernized, rehabilitative, service-oriented, nonauthoritative, accountable, and community-centered police service! The
transion from force to service awfully missed the concomitant support from
training schools and colleges, which should have been revamped, much earlier,
for a completely different commitment and delivery. This is a lesson for all
other nations and departments across the world.
d) The design of the given curriculum is not satisfactory, and it terribly fails to
address the new challenges and threats of the modern crime market in the
world. Investigation is generally given little attention as compared to
prevention and control. The modern paradigm shift in favour of scientific
investigation, forensic psychology, criminalistics, compstat, profiling, etc, are
not on priority. One reason may be resources and technical know-how but the
other is commitment and awareness. The latest information technology (IT)
revolution has put enormous pressure on police in terms of skills and personnel
for making certain changes in their curricula in at least three programmes: In
terms of technology skills, courses can be offered on crime mapping techniques,
database management, and use of the Internet by police. Technology-based
courses in analytic development might include courses on the application of a
wide range of data analysis techniques and programmes for problem solving by
police. Finally, technology-based courses in the area of knowledge development
would introduce police to the latest developments in IT with current and/or
potential applications to current policing problems (Byrne and Buzawa. 2005).
All theses modern concepts and techniques are conspicuously non-existent in
Pakistans police colleges, even in the National Police Academys training
7

programme. Even the on-job/in-service capacity-building training for a short

period or a few days dont serve the purpose of a highly qualified and
professionally competent police service.
e) Modern concepts, styles and strategies of policing, and latest literature on
criminology, criminological research, theories, studies and reports are not
included in the respective curricula or available at the college/academys
libraries. Not a single international or peer-reviewed journal on policing,
criminology or criminal justice is received in any of our police college or NPA.
This is how a knowledge gap is widening between us and the rest of the world.
FINDINGS OF A SMALL SURVEY
A random survey on the topic under discussion was conducted by the writer, where
sixty police officers of different ranks replied to a semi-structured questionnaire. They
included head constable, ASI, SI, PI, and DSP, both from field, desk job, drill
instructors and academy trainers. The mixed sample generated a wonderful mixed
response.
An uncountable combination of responses and replies provided me the
opportunity to count the variety of replies for easy understanding. The biggest
challenge to the current police was identified as terrorism (22.22%) and the biggest
constraint in our police training was named as Inadequate training facilities (14.44%).
A huge number (9.44 %) advocated training of modern weapons as the new thing they
will introduce to the existing police recruit training system. Despite enumeration of a
lengthy list of challenges and constraints as evident from Table I, II, and III, 18% are
fully satisfied and 62% are satisfied to some extent with their training in the police
school they got as trainee, however 18% give importance to Police Practical Work
(PPW) as top priority than the 23% of respondents who attach higher importance to
legal studies by a fresh trainee. These are the trends showing statistics and a more
vigorous and through analysis of our training system is to be carried out as to assess
and evaluate our needs and demands in the wake of modern day requirements in the
current security environment. Figures I, II, and III are self-explanatory.
Annex-A
Table: I WHAT IN YOUR OPINION ARE THE THREE BIG CHALLENGES TO THE
POLICE AT THE MOMENT?
Identified Challenges No. of Replies %age
Terrorism
40
22.22%
Religious Militancy
05
2.77%
Suicidal Attacks
10
5.55%
Law and Order 06
3.33%
Resources Deficits
31
17.22%
Training and Equipments
02
1.11%
Strength Deficit
12
6.66%
Political Interference 12
6.66%
24 hours Duty /No shift system
02
1.11%
Improper Investigation
06
3.33%
Lack of Heavy Weapons and Vehicles 04
2.22%
Domestic financial problems of the force
15
8.33%
8

Crimes against property and Kidnapping for ransom 12

Weak Surveillance and outdated communication system
Lack of Discipline in the force 04
2.22%
Excessive workload
03
1.66%
Corruption in Department
02
1.11%
Lost police public image
01
0.5%
Inadequate Training 02
1.11%
Total 180
100%

6.66%
04
2.22%

Table: II WHAT IN YOUR OPINION ARE THE THREE BIG PROBLEMS OF

PRESENT BASIC TRAINING FOR NEW RECRUITS?
Identified Problems
No. of Replies %age
Inadequate Training facilities/training aides. 26
14.44%
Training becomes difficult due to recruits low educational criteria for selection and recruitment
10
5.55%
Poor attention on Police Practical Work (PPW)
08
4.44%
Time period for various courses too short
03
1.66%
Little emphasis on physical training 03
1.66%
Selection /recruitment not on merit 03
1.66%
Inadequate weapons/ heavy weapons training 04
2.22%
Corruption /malpractices in instructors /drill staff
06
3.33%
Low standard of trainers
08
4.44%
Low educational qualification of drill staff/trainers 05
2.77%
Recruitment without Psychological tests
03
1.66%
No training with demonstration in the field 05
2.77%
No visit to the scene of crime/study trips
06
3.33%
Lack of Islamic and moral education in the 04
2.22%
Improper accommodation problem
05
2.77%
Trainers overbearing, unfriendly attitude towards new young recruits
07
3.88%
Excessive foul language used by the trainers in the class and during physical events 09 5.00%
Lack of interest and responsibility by the trainers and the trainee
09
5.00%
100 years old training methods and syllabi
06
3.33%
Excessive emphasis on physical training
12
6.66%
Food provision to recruits is below standard 08
4.44%
Little relaxation time 05
2.77%
No tea or refreshments during continuous long training period
05
2.77%
Some inhuman behaviour in training Centers
Unbecoming physical punishment
04
2.22%
No attention on personality and confidence building 05
2.77%
Undue favour in examinations by drill /instructors staff to some blue eyed trainee or for petty
gifts
11
6.11%
Fatigue work is often trainers personal job and a sign of slavery
03
1.66%
Total 180
100%
Table: III WHAT THREE THINGS WILL YOU INTRODUCE TO THE PRESENT DAY
POLICE BASIC TRAINING FOR RECRUITS?
Factors of Changes
No. of Replies %age
Psychological tests/psychological analysis of trainees 07
3.88%
Specialized training for various situation
07
3.88%
Public friendly policing methods
10
5.55%
Creation of congenial and friendly atmosphere in training centers
09

5.00%
9

Computer education and skills

10
5.55%
Religious education on morality
05
3.33%
Inculcation of patriotism and national spirit 03
1.66%
Modern weapons training
17
9.44%
Counter-terrorism strategies and techniques 13
7.22%
Improving accommodation facilities 04
2.22%
Financial rewards for outstanding recruits
09
5.00%
Replacement of excessive physical exercises by games like football, crickets etc 03
Extra financial support for food/refreshment during course 07
3.88%
Giving proper leisure time and leave 03
1.66%
Raising trainers educational level
09
5.00%
New training methods and techniques e.g; audiovisual
03
1.66%
Abolishing or minimizing physical punishments for recruits 04
2.22%
Classes on stress management and fitness
03
1.66%
Appointment of law graduates as law instructors
06
3.33%
Communication skills on how to talk to the public
05
2.77%
Training on tear gas and explosives 03
1.66%
Training on drugs control
03
1.66%
Discipline and proper wearing of uniform
03
1.66%
Reducing theoretical subjects 06
3.33%
Transfer and reshuffle of too old staff and new appointments 10
5.55%
Practical police work in the field
11
6.11%
Islamic teachings on fear of God as an internal restraint
04
2.22%
Proper legal curriculum and changes in the existing syllabus 03
1.66%
Total 180
100%

1.66%

SOME RECOMMENDATIONS
a) One of the main purpose for higher education is the development of
transferable skills and the transition from education to work. Therefore, the
level and requirement for higher education for induction into the police should
be enhanced. By the year 2001, educational standards across US police
departments were nearly double the standards of 1990 (White, 2007). This
approach of setting higher standard of college education should be taken into
serious consideration by the policy-makers in our country.
b) The police officer who will be desired in the future will be one who has been
educated in liberal arts and sciences and one who can think and make decision
on his or her own and solve problems with the communitys as a priority. The
new police officer will also be more interested in providing community service
than in simply being a crime fighter (Birzer and Roberson 2007). This
suggestion demands incorporation into police curricula a variety of subjects and
skills, including criminal justice and juvenile justice processes, criminology and
the causes of crimes, law enforcement, law adjudication, corrections, police
organization, police culture, styles of policing, social work, human rights,
ethics, conflict resolution, restorative justice, minority and women studies,
stress management, social problems, racial/ethnic group contacts, urbanization
and multiculturalism, to name a few important topics. None of these is given
due importance in our police colleges and academy. We need an urgent
overhauling of our basic police training and education at all levels, right from a
constable/recruit basic training to the training of ASP/DSP.

10

c) On-job/in-service training should be reshaped as a specialized assignment for

the middle manager and upper-subordinates. This should be in the areas of
money-laundering, human-trafficking, drugs and narco-businesses, terrorism
and counterterrorism strategies, child abuse and violence against women and
minorities, hate crimes, white-collar or organized crimes, etc. Separate training
at a higher level, and particularly the investigation of all such crimes shall be
made an independent subject and be given weightage for promotion and
posting to specific assignment. Currently, there is no such system of careerbuilding or searching for the right man for the right job in Pakistan police
department.
d) The overall training programmes shall emphasize less on rigorous physical
exercises, which is the old traditional way of school master beating. Rather, the
intellectual capabilities of the officer are sharpened through modern techniques
of learning and teaching in a good learning environment for which the
respective colleges/academy shall be given additional resources and support.
The training schedule should be adjusted to the demands of the time and the
challenges being faced by the Pakistani police e.g; fighting street robberies,
street violence, mob control, bomb blasts, suicide bombing, target killing and
problems of communitys concern like drugs addiction in the local areas. Skills,
rather than extensive legal studies, shall be given priority to deal with such
problems. Self-study, report-writing, researching, presentation and
communication skills shall be given due importance in our training
programmes. Research methodology must get a place in the training
programme of the senior officers like ASP and DSP.
Annex-B
Table IV: TRAINING PROGRAMME FOR RECRUITS COURSE, DURATION OF
TRAINING 09 MONTHS
S.NO. Theory/Written Subjects
Total Score/Marks
Passing
Marks
%age
Drill/Ground Work Subjects Total Score/Points
Passing marks %age
1
Pakistan Penal Code(PCC)
100
50%
Squad Drill
70
50%
2
Criminal Procedure Code(CrPC)
100
50%
Rifle Musketry
80
50%
3
Islamiyat(Islamic Studies)/Human Rights
100
50%
Extend Order Drill
35
50%
4
Police Practical Work/General Police Duty
100
50%
Mob Dispersal 30
50%
5
Local & Special Laws/ Qanoon-e-Shahdaat (Evidence Act)
100
50%
Bayonet
Fighting
10
50%
6
Police Rules, 1934
100
50%
Traffic Control 20
50%
7
Security/General knowledge/Finger Prints/Wireless Telegraphy/Attitudinal Change 100
50%
Physical Training
20
50%
8
Unarmed Combat
20
50%
9
Assault Course 150
50%
GRAND TOTAL
700
GRAND TOTAL
435
Source: Office of the Commandant, Police Training College (PTC), Hangu, NWFP (Pakistan)

11

Table V:

TRAINING PROGRAMME FOR LOWER COURSE, DURATION OF

TRAINING 06 MONTHS

S.NO. Theory/Written Subjects

Total Score/Marks
Passing
Marks
%age
Drill/Ground Work Subjects Total Score/Points
Passing marks %age
1
Pakistan Penal Code 100
50%
Physical Training
20
50%
2
Criminal Procedure Code
100
50%
Squad Drill
40
50%
3
Islamiyat (Islamic Studies)
100
50%
Rifle Exercise 20
50%
4
Police Practical Work (PPW) 100
50%
Gurad Duty
20
50%
5
Local & Special Laws 100
50%
Unarmed Combat
10
50%
6
Police Rules,1934
100
50%
Traffic Control 30
50%
7
Medical Jurisprudence/Finger Prints 100
50%
Assault Course 150
50%
8
Qanoon-e-Shahdaat(Evidence Act)/General Knowledge/Attitudinal Change 100
50%
Extend Order Drill
30
50%
9
Riot Drill
15
50%
10
Rifle Musketry
80
50%
GRAND TOTAL
800
GRAND TOTAL
415
Source: Office of the Commandant, Police Training College (PTC), Hangu, NWFP (Pakistan)

Annex- C
Table VI:

TRAINING PROGRAMME FOR INTERMEDIATE COURSE, DURATION

OF TRAINING 06 MONTHS

S.NO. Theory/Written Subjects

Total Score/Marks
Passing
Marks
%age
Drill/Ground Work Subjects Total Score/Points
Passing marks %age
1
Pakistan Penal Code 100
50%
Squad Drill
30
50%
2
Criminal Procedure Code
100
50%
Guard Duty
20
50%
3
Police Rules, 1934
200
50%
Physical Training
20
50%
4
Local & Special Laws 100
50%
Mob Dispersal 20
50%
5
Police Practical Work (Theory)100
50%
Extend Order Drill
40
50%
6
Police Practical Work (Practical)
100
50%
Rifle Fire
80
50%
7
Scientific Aid 100
50%
Lathi Fighting 10
50%
8
Plan Drawing 50
50%
Traffic Control 30
50%
9
Finger Prints 100
50%
Unarmed Combat
10
50%
10
Medical Jurisprudence 100
50%
11
Qanoon-e-Shahdaat (Evidence Act)/General Knowledge
100
50%
12
Islamiyat(Islamic Studies)
GRAND TOTAL
1250

100
50%
GRAND TOTAL

260

Source: Office of the Commandant, Police Training College (PTC), Hangu, NWFP (Pakistan)
Table VII:

TRAINING PROGRAMME FOR UPPER COURSE, DURATION OF

TRAINING 06 MONTHS

S.NO. Theory/Written Subjects

Drill/Ground Work Subjects
1
Pakistan Penal Code 100
2
Criminal Procedure Code
3
Police Rules, 1934
100

Total Score/Marks
Passing
Marks
%age
Total Score/Points
Passing marks %age
50%
Squad Drill
50
50%
100
50%
Physical Exercises
20
50%
50%
Mob Dispersal 40
50%
12

4
5
6
7
8
9
10

Local & Special Laws 100

50%
Unarmed Combat
10
50%
Police Practical Work (Theory)100
50%
Raid on Proclaimed Offenders 20
50%
Police Practical Work (Practical)
150
50%
Scientific Aid 100
50%
Plan Drawing 50
50%
Medical Jurisprudence 100
50%
Qanoon-e.Shahdaat (Evidence Act)/General Knowledge
100
50%

11
Islamiyat (Islamic Studies)
GRAND TOTAL
1100

100
50%
GRAND TOTAL

140

Source: Office of the Commandant, Police Training College (PTC), Hangu, NWFP (Pakistan)
Annex-D
Table VIII: TRAINING PROGRAMME FOR PROBATIONER ASIs (FIRST SESSION),
DURATION OF TRAINING 06 MONTHS
S.NO. Theory/Written Subjects
Total Score/Marks
Passing
Marks
%age
Drill/Ground Work Subjects Total Score/Points
Passing marks %age
1
Pakistan Penal Code 100
50%
Physical Training
20
50%
2
Criminal Procedure Code
100
50%
Squad Drill
40
50%
3
Islamiyat (Islamic Studies)
100
50%
Rifle Exercise 20
50%
4
Police Practical Work 100
50%
Gurad Duty
20
50%
5
Local & Special Laws 100
50%
Unnamed Combat
10
50%
6
Police Rules, 1934
100
50%
Traffic Control 30
50%
7
Medical Juris Prudence/Finger Prints 100
50%
Assault Course 150
50%
8
Qanoon-e-Shahdaat(Evidence Act)/General Knowledge/Attitudinal Change 100
50%
Extend Order Drill
30
50%
Riot Drill
15
50%
Rifle Musketry
80
50%
GRAND TOTAL
800
GRAND TOTAL
415
Source: Office of the Commandant, Police Training College (PTC), Hangu, NWFP (Pakistan)
Table IX: TRAINING PROGRAMME FOR PROBATIONER ASIs (SECOND SESSION),
DURATION OF TRAINING 06 MONTHS
S.NO. Theory/Written Subjects
Total Score/Marks
Passing
Marks
%age
Drill/Ground Work Subjects Total Score/Points
Passing marks %age
1
Pakistan Penal Code 100
50%
Squad Drill
30
50%
2
Criminal Procedure Code
100
50%
Guard Duty
20
50%
3
Police Rules, 1934
200
50%
Physical Training
20
50%
4
Local & Special Laws 100
50%
Mob Dispersal 20
50%
5
Police Practical Work (Theory)100
50%
Extend Order Drill
40
50%
6
Police Practical Work (Practical)
100
50%
Rifle Fire
80
50%
7
Scientific Aid 100
50%
Lathi Fighting 10
50%
8
Plan Drawing 50
50%
Traffic Control 30
50%
9
Finger Prints 100
50%
Unarmed Combat
10
50%
10
Medical Jurisprudence 100
50%
11
Qanoon-e-Shahdaat(Evidence Act)/General Knowledge
100
50%
12

Islamiyat (Islamic Studies)

100

50%
13

GRAND TOTAL

1250

GRAND TOTAL

260

Source: Office of the Commandant, Police Training College (PTC), Hangu, NWFP (Pakistan)

Annex-E
Table X: TRAINING PROGRAMME FOR DRILL INSTRUCTOR COURSE, DURATION
OF TRAINING 09 MONTHS
S.NO. Drill/Ground Work Subjects
1
Guard Duty
30
50%
2
Traffic Control 30
50%
3
Bayonet Fighting
30
4
Range Firing 80
50%
5
SMG Firing
151
50%
6
Gymnastics
50
50%
7
Revolver Instructions 24
8
Grenade Instructions 25
9
2 inch Morter 30
50%
10
SMG Instructions
30
11
Rifle Arms Instruction
12
Section Formation
25
13
Rifle Firing
25
50%
14
Rifle Aiming 25
50%
15
General Conduct
20
16
Fielf Craft
25
50%
17
Tear Gas Firing
15
18
Tear Gas Aiming
15
19
Tear Gas Course
20
20
Assault Course
150
21
Squad Drill
40
50%
22
Physical Training
20
23
Unarmed Combat
70
24
Care of Arms 20
50%
25
Rifle Exercise 20
50%
26
Mob Dispersal 50
50%
GRAND TOTAL
1045

Total Score/Points

Passing Marks %age

50%

50%
50%
50%
25
50%

50%

50%
50%
50%
50%
50%
50%
50%

Source: Office of the Commandant, Police Training College (PTC), Hangu, NWFP (Pakistan)
Table XI: BASIC TRAINING PROGRAMME FOR ASP IN NATIONAL POLICE
ACADEMY, ISLAMABAD
Name of Theory Written Subjects
Total Score
Passing Score
% age Academy Internal Activities Total Score
Passing Score
% age
Police Rules With Books
100
45%
Physical Training (PT) 4 events
100
50
%
Police Rules Without Books 100
45%
Obstacle 12 events
100
50 %
Criminal Procedure Code (CrPC) With Books 100
45%
Drill 5 events 100
50 %
Criminal Procedure Code (CrPC) Without Books
100
45%
Firing with 4 different
weapons
100
50 %
Local and Special Laws With Books 100
45%
Commandants Assessment
50
14

Local and Special Laws Without Books

100
45%
Pakistan Penal Code With Books
100
45%
Pakistan Penal Code Without Books 100
45%
Qanoon-e-Sarhad (Evidence Act) With Books 100
45%
Qanoon-e-Sarhad (Evidence Act) Without Books
100
Forensic Sciences Medical Jurisprudence
100
45%
GRAND TOTAL
1100
GRAND TOTAL

45%
450

Annex-F
CALIFORNIA COMMISSION ON PEACE OFFICER STANDARDS AND
TRAINING, 2004
The curriculum for basic police academy training includes a wide range of subjects.
Although basic academy programs vary slightly, a typical curriculum may be similar
to the following:
Leadership, Professionalism, and Ethics
.. (08 hours)
Criminal Justice System
.. (04 hours)
Policing in the Community
.. (12 hours)
Victimology/Crisis Intervention
.. (06 hours)
Introduction to Criminal Law
.. (06 hours)
Property Crimes
.. (10 hours)
Crimes Against Persons
.. (10 hours)
General Criminal Statutes
.. (04 hours)
Crimes Against Children
.. (06 hours)
Sex Crimes
.. (06 hours)
Juvenile Law and Procedures
.. (06 hours)
Controlled Substances
.. (12 hours)
Liquor Law Violations
.. (04 hours)
Laws of Arrest
.. (12 hours)
Search and Seizure
.. (12 hours)
Presentation of Evidence
.. (08 hours)
Investigative Report Writing
.. (40 hours)
Vehicle Operations
.. (24 hours)
Use of Force
.. (12 hours)
Patrol Techniques
.. (12 hours)
Vehicle Pullovers
.. (14 hours)
Crimes in Progress
.. (16 hours)
Handling Disputes/Crowd Control
.. (12 hours)
Domestic Violence
.. (08 hours)
Unusual Occurrences
.. (04 hours)
Missing Persons
.. (04 hours)
Traffic Enforcement
.. (22 hours)
Traffic Accident Investigation
.. (12 hours)
Preliminary Investigation
.. (42 hours)
Custody
.. (04 hours)
Lifetime Fitness
.. (40 hours)
Arrest and Control/Baton
.. (60 hours)
15

First Aid and CPR

..
Firearms/Chemical Agents
Information Systems
Persons with Disabilities
Gang Awareness
..
Crimes Against the Justice System
Weapons Violations
Hazardous Materials Awareness
Cultural Diversity/Discrimination
Scenario Tests
Knowledge Tests
..

(21 hours)
.. (72 hours)
.. (04 hours)
.. (06 hours)
(08 hours)
.. (04 hours)
.. (04 hours)
.. (04 hours)
.. (24 hours)
.. (40 hours)
(25 hours)

Source: Ortmeier P.J. (2006): Introduction to Law Enforcement and Criminal Justice,
2nd Edition, Pearson Prentice Hall, USA
BIBLIOGRAPHIC REFERENCES
Ortmeier P.J. (2006). Introduction to law enforcement and criminal justice. USA:
Pearson Prentice Hall.

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